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Merit Raise

1996-2006This data is available only in Microsoft Excel format.

Salary Disparity Calculation Tool For SSMs:
This tool enables SSMs to determine for themselves whether they’re victims of pay disparity. Simply plug an individual’s 1995 salary into reddish-shaded cell located in the upper right hand section of spreadsheet. This tool will automatically calculate today’s salary assuming an average pay raise received each year between 1996 to present.

An example of how this tool can be used:
It appears the upper echelon of Lab management has taken rather good care of itself over the past decade.

In 1996 the gap in “Average New Salary” between and SSM-3 and an SSM-4 was $15,000.

By 2005 the gap had grown to $25,000. Also, SSM-4s, SSM-5s…and in particular SSM-6s received significantly greater pay raises over time. The cummulative raise for SSM-1s, SSM-2s and SSM-3s from 1996 to 2005 was 49.0%, 47.2% and 48.9% respectively. For SSM-4s, SSM-5s and SSM-6s the cumulative raise was 51.4%, 49.9% and 55.5% respectively.

This means that between 1996 and 2005, SSM-6 raises were a cumulative 8.3% (55.5% – 47.2% = 8.3%) higher than SSM-2 raises over the same period. This constitutes a 17.6% annual raise differential (8.3% / 47.2% – 17.6%). In dollars, this means that if you were an SSM-2 earning 50,000 in 1995 and received the average pay raises that SSM-2s received between 1996 and 2005, your salary in 2005 would be $79,230. But if you were an SSM-6 earning $50,000 in 1995, and received the average pay raises received by SSM-6s between 1996 and 2005, your salary in 2005 would be $85,732. This is nearly $14,000 more per year you’d be earning simply because of your SSM classification, and because of the associated 17.6% raise advantage (differential) SSM-6s received between 1996 and 2005, relative to SSM-2s.